Partner Article

The new trend in the job market: in-demand IT professionals use personal agents

The significant shortage of experienced IT specialists in the current job market has brought about a new trend, with the most in-demand experts entrusting themselves to the care of personal agents. Experienced behind-the-scenes players act as intermediaries between the company and its IT protégé and can negotiate a mutually beneficial contract.

Many companies have a long-standing demand for experienced it headhunters. They are employed in software companies that develop their own product, but also in manufacturing, services, or so-called shared service centers. Completely new IT positions are also being created that specialize directly in software development methods.

However, the high demand for IT experts may not always be pleasant for them. Many companies across the country are short of hundreds to thousands of IT specialists, which is why some companies are looking for them even among competitors’ employees. The IT experts themselves are then under a lot of pressure that many of them find uncomfortable.

Like in sports: the agent negotiates the best terms

An IT employee usually gets a new job in three ways. Either he is approached directly by the employer or an intermediary, or he uses one of the internet portals or specialist services himself.

The role of the intermediary is played by a headhunter or recruiter. The relationship between IT experts and personal agents is based on trust and long-term.

Manipulation does not pay

Thanks to the headhunter and his influence, a company can gain an edge over potential competitors or eliminate them altogether. Thanks to a third party, he or she will be the first to know about the idea to change positions and can make the entire transition without the professional community noticing.

A good headhunter must be quick to react when an existing employer is trying to retain an IT employee with an attractive counteroffer. It is the headhunter’s responsibility to deliver maximum information, compare offers and support the client in making a decision that will affect their lives in the long term.

Companies are also looking for students

Due to unfavorable demographic trends, the number of IT graduates is decreasing, which, combined with their departure for better-paid jobs abroad, is causing another gap in the market. This mainly impacts professions that generate higher added value: analysts and developers of software and computer applications, or specialists in database systems and computer networks. These professions normally require higher qualifications and training, and the shortage is therefore not solvable in the short term.

What do companies look for in a CV?

On a graduate’s CV, information about education and relevant experience is at the top of the list. The length of studies and the exact title of the field of study are essential, and it is not out of place to mention the topic of the final thesis, especially if it resonates in some way with the job in question. The part of your studies spent abroad should also definitely not be missing from your CV.

Candidates who have already pursued a line of study and specialized in a particular industry during their studies will make a better impression on a potential employer.

Internal resources

The best place to look for resources for recruiting bright students or graduates is within the company (assuming, of course, that your company is in this field or has at least a large IT department). IT companies are typically staffed by very young people, who often stay in touch with their alma mater long after they have graduated.

A good recruiter in your company should maintain friendly relations with employees, ideally even outside working hours and environment, for which various company events (bowling, pub, sports match) are most suitable, where you can best get further contacts.

This strategy will universally work for all the areas you need to cover. Of course, there should then be a reasonable financial reward for recommending a suitable candidate. Before you start looking for a candidate “out there”, post an inquiry within the company first.

IT communities

If your recruiter manages to infiltrate an IT community and stay there even after the IT people discover his true intention – i.e., to annoy them with something as mundane as job offers – you win.

Usually, however, this environment is primarily for professional discussions, and the presence of a person who will want to coax resumes out of them and get them to an interview may not excite the local participants at all.

Alcor would rather recommend respecting the privacy and original intent of these communities/discussion forums etc. and then directing job offers to LinkedIn groups, for example.

You can also try recruitment agencies, but in this area, it is typically a waste of time, although here it depends a lot on the volume you are recruiting ICT specialists.

Alcor has to summarize the success of their own recruitment practices with a focus on recent graduates in ICT, I would rank the top five as follows:

internal resources CV searches company databases reaching out to candidates on LinkedIn advertising on job portals

IT job fair

Due to the growing demand for IT professionals, employers are increasingly willing to participate in job fairs that focus on this industry. This is a great opportunity for entrepreneurs to present their offers to potential candidates and stand out from the competition. It is also an incredible opportunity for job seekers to learn about current IT job offers or trends in the sector.

During the fair, there are various discussion panels where you can listen to industry speakers as well as talk to company employees, get advice and ask questions. Sometimes employers at the fairs offer so-called “speed interviews,” i.e., express job interviews. During these, you can leave your resume, present your candidacy, and talk about your accomplishments and what we would give to the company as employees. Perhaps you can get a job with an attractive company through an IT job fair?

These targeted job fairs most often feature both established companies and entrepreneurs who are just coming into the IT industry. This gives job seekers a chance to learn about trends in the industry and learn what competencies and qualifications are worth possessing in order to make a good impression on an employer. Participation in the fair is usually free and does not require pre-registration. However, sometimes fairs are combined with conferences and other industry events, so it is worth checking the schedule and conditions of participation in advance.

This was posted in Bdaily's Members' News section by Vlada Tselomudrova .